verylittlehelps

Wondering what all managers opinion on the pay rise

Are you leaving the union ?

What do you feel should be done or should we just except it ?

Here's comments pulled from 'OURTESCO', although if you believe it's 'our' tesco any more, possibly take time out to think again.

I'm extremely disappointed I'm a team manager that has reached the salary cap for my role in my store and had no idea that all the hard work and effort over the last 12 months was not going to be acknowledged and rewarded with a pay rise, if I had known what the plan was I may off changed my career path to a new job role or store that would of enabled myself to receive a pay rise. Going forward I may never have another pay rise again and no longer have that incentive to push to deliver great service for our customers, the least the company could do is allow the managers to know the pay caps so we each can make informed decisions about our career paths. Going forward due to my loyalty and length of service I will no longer receive pay rises while everyone around me at all levels will enjoy pay rewards for our hard work where they will be protected somewhat from inflation I however due to inflation will have to rethink about my future in the company as each year that passes I will in effect be a little worse off and my efforts will go unnoticed when we go through future pay reviews.

hey at least some folk got something, some managers were told today, thanks for doing well in previous years but you will get nothing today, you are not even worth the cost of inflation to us, even if you are a met, but we want you to continue being obedient slaves to our pr campaign telling staff we are great to work for, I dont even know why Im bothering commenting because TESCOs top leaders do not care, do not listen, and are bleeding the company dry for their bonuses, which are a lot more than 3% we got

https://www.ourtesco.com/2017/06/23/pay-review-2017-hourly-paid-colleagues-stores-grocery-customer-fulfilment-centres/ (https://www.ourtesco.com/2017/06/23/pay-review-2017-hourly-paid-colleagues-stores-grocery-customer-fulfilment-centres/)
(sign in required of course)

Totally understand stand were this is coming from and feel there is more to come but should we just lay down and take it ?

Also I don't feel I can plan ahead as I don't know we're I'll be this time next year ? Feel like am living 6 months at a time ?

I have just been informed that all of my hard work will no longer be rewarded with a pay rise, yet my store manager and SD will both enjoy nice payrises, how much did dave lewis get this i wonder, no doubt a 7 figure payrise, yet as all team managers know we are the ones busting a gut to ensure our teams deliver great service and standards to drive sales etc.i feel totally let down by usdaw, is it my fault im iver the so called job role cap. No its through my hard work over 18 years to then be told keep working hard but the best reward i can be given is a pat on the back. I feel this is wholley disgraceful and just shows the utter contempt the company leaders have shown for our hardwork. Maybe we all need to get together and fight this, my union rep now has a copy of my letter and is trying to get hold of the relevant team that worked with tesco to agree the best way to screw team managers. Would everyone leaving the union make them stand up. I very much doubt it, maybbut there is a case of discrimination that tesco does need to answer for, do we all get together and take tesco to court based on this disgraceful decision and descriminating against hatd working managers, i for one will no longer do 50 hour weeks. Ill will no longer bust a gut for this company that has taken my double time, reduced my pension and now rewarding me with no payrise for the rest of my careers, Cheers Dave Lewis hope your payrise makes u feel happy knowing u have screwed us over, maybe we all need to follow the metro group that took tesco to court for screwing them, there argument was there long term dedication has been taken for granted by tesco just a thought, but id be happy to support as many of us as we can get and think about taking legal action, would the national papers make of this, store managers getting payrises but hard wirking team managers guven nothing not even a thank you.

Quote from: Woody44 on 28-06-17, 07:31AM
Wondering what all managers opinion on the pay rise

Are you leaving the union ?

What do you feel should be done or should we just except it ?

Legal action, and to let the union know that there negotions have left a large proportion of managers worse off for the rest of there careers. Just a thought.

Quote from: Hardwork no payrise on 28-06-17, 08:26AM

Quote from: Woody44 on 28-06-17, 07:31AM
Wondering what all managers opinion on the pay rise

Are you leaving the union ?

What do you feel should be done or should we just except it ?

Legal action, and to let the union know that there negotions have left a large proportion of managers worse off for the rest of there careers. Just a thought. I have spoken to usdaw legal and they have advised for sll affected managers to contact the local area organiser to complain about this decision and push  them to do do the right thing, why did we ever vote to give usdaw full power to negotiate in our behalf,we cant even call for strike action

Pathetic really even on a basic week a line manager does 37.5hrs a week on a 36hr contract
Due to rotas, 7-4 10-7 1-10.
Over 48 weeks that's an extra 72 hrs or 2 weeks! For free. Most if not all managers do more than this every week. To basically get slapped in the face.
Some team support (who get paid overtime after the 36.5 hrs) will be earning more than line managers.
Thank you usdaw
Membership cancelled

I might be wrong but I think there is a chap on here trying to get a petition together in an effort to do away with the "partnership" and hopefully rid us of Usbore forever. It's about time we all did our bit to get rid of these parasites, s***!  >:( >:( >:(

Quote from: snowyowl on 28-06-17, 09:25AM
I might be wrong but I think there is a chap on here trying to get a petition together in an effort to do away with the "partnership" and hopefully rid us of Usbore forever. It's about time we all did our bit to get rid of these parasites, s***!  >:( >:( >:(

I while heartedly agree, how can usdaw not have seen this coming, in average this will affect 5-6 managers per store, thats over 5k-6k managers affected by this agreement, times to give the workers the right to agree or disagree. Ill be signing it. Im waiting on my area organiser to call to log my complaint

Quote from: Woody44 on 28-06-17, 07:31AM
Wondering what all managers opinion on the pay rise

Are you leaving the union ?

What do you feel should be done or should we just except it ?

I feel the decision is woeful. 18 years to be slapped in the face with this. The other retailers will be laughing as the cream of our managers will be ripe for the picking

25 years down the toilet

I think it's time for work to rule.

No more super Sunday's
Will be asking what day I will be taking my early finish
All breaks will get taken
Finish on time
Also I will be asking for my rota minimum 4weeks in advance
Any changes I will want notice of 4 weeks
I will be asking how many dutys I will be doing and will stick to that
I will not be doing anything outside my role.
I will be asking for a Saturday off once a month as they do
Not value weekends any different to the rest of the week.

I have emailed Usdaw to find out why I have not been represented?

I too have no pay rise, so forget rotas that are 37.5 hours at least per week, that is assuming I get to take all break entitlements well f*** them watch the sparks fly when I dare tell them to put my rota to 36 hours and I won't be doing a minute over.

They have a lot of new managers who always ask how this is done or that is done. I'm not there to babysit anymore either not in my role.

Quote from: Northernstorelad07 on 28-06-17, 09:48AM
25 years down the toilet

I think it's time for work to rule.

No more super Sunday's
Will be asking what day I will be taking my early finish
All breaks will get taken
Finish on time
Also I will be asking for my rota minimum 4weeks in advance
Any changes I will want notice of 4 weeks
I will be asking how many dutys I will be doing and will stick to that
I will not be doing anything outside my role.
I will be asking for a Sat*rday off once a month as they do
Not value weekends any different to the rest of the week.

I have emailed Usdaw to find out why I have not been represented?

I never stepped outside of roles, hours or entitled breaks,  but I defiantly agree you should stick to it like glue. Don't give them anything extra.

As for the union, they are just the biggest waste of time ever, save the money and leave them.

When the next store viewpoint comes along they will get a blanket of 0s for everything

It seems only the seasoned managers are not getting anything because
Of this ceiling surely that would only effect a certain age group thus could
Be classed as discrimination ?

I have just spoken to my usdaw local organiser, this was never agreed by the union and no negotiation ever took place, this decision was made 100% by tesco.

Apparently tesco are currently undertaking a 6 month review into managers pay as its a total mess, she advised me to undertake 3 things, demand to see the full manager pay briefing for managers sent to all store managers, demand to know what the ceiling  is for my job role, and to put in a grievance against tesco for not giving me a pay rise even though i scored a hit in my annual review.  If you were lucky and scored an exceed you should be getting a pay rise irrespective.

We all need to get behind this, demand to know what and who are involved in this 6 month pay review working group. We should also start a petition to remove the working partnership with usdaw and give the workers the power back. 18 years service, 28 green annual reviews for this punch in the face.

Sounds to me that they might try and buy out large contracts ? Can they do that ?

Half our group still doesn't know, it's a joke.

Managers pay has been a joke for years....

Managers who stayed put in a store got rewarded with a small percentage each year; whilst those who frequently swapped stores negotiated larger increases with every move. You now have highly paid managers in small easy shops due to freqùent moving with new managers on 21k in complex Extras.

Tesco needs to agree a fair pay structure and publish the bandings.

It's surely wrong that you are paid on performance yet in some stores whether you are met or missed is irrelevant as you still effectively have a pay cut.

I still think a bigger worry is a rumoured cull of managers so I for one would accept no pay rise if my job was secure

Not had payrise for a few years now due to being on the high band. I started in large extras and have moved from store to store but never negotiated a payrise during any of these moves nor was I enticed with x amount to move so yes I am, and have been, aggrieved with yet again no payrise. Never been shown the alleged market matrix this year or in the past years. For a few years before the last few rather than payrise I was given a lump sum (£100) rather than the annual payrise as compensation for not getting the annual % as I'd reached the high level but at least I got something rather than nothing! No reward and recognition for being a 'Green' or 'met' performer yet DD can find his relocation and reward his team & store managers massive bonuses!!! Such an antiquated reward system. I'm not fooled in thinking that if I don't get a pay reward my jobs safe and neither should anyone else!

Can anyone give outline details of the managers pay details as I've not had a brief yet?

If you are being scheduled for anything over 36 hours, you are entitled to payment,
This is currently at tribunal in an inverness store,The PM had bean putting start and end time on the rotas, no early days for any managers on the rotas , so they put in a grievance, then an appeal and are now at tribunal.
Needless to say usdaw couldn't win the grievance or appeal.

Quote from: Harry8828 on 28-06-17, 12:05PM
Can anyone give outline details of the managers pay details as I've not had a brief yet?

Quote from: Northernstorelad07 on 28-06-17, 09:48AM
25 years down the toilet

I think it's time for work to rule.

No more super Sunday's
Will be asking what day I will be taking my early finish
All breaks will get taken
Finish on time
Also I will be asking for my rota minimum 4weeks in advance
Any changes I will want notice of 4 weeks
I will be asking how many dutys I will be doing and will stick to that
I will not be doing anything outside my role.
I will be asking for a Sat*rday off once a month as they do
Not value weekends any different to the rest of the week.

I have emailed Usdaw to find out why I have not been represented?

If you are not a compliance manager or senior team you should not be doing Duty shifts at all!

It's not straight forward to answer really but basically if you are a met and due a payrise you'll get 1.5% unless your pay is very low and you need to be brought up inline with market matrix it could be as much as 6% (I have mgrs in my store that are on low pay and 'met' but will only get 2.5%, so the 6% don't figure) if your a miss you don't get pay rise nor if you are at the high end of pay scale.

Where is it stated that a manager must do duty shifts .
Thought the whole point was to spend more time doing by our own job and spending time with own staff in dept. Would love to see that written down some where.

All mgrs except deputy & store mgr cover all duties in our store sometime 3 duties a week

I have heard that Usdaw don't negotiate managers pay which is something agreed along time ago ?
Also I think as for managers pay there is a massive gap between managers wages which is unfair and they will all be bought in line by 2018 so if the company was to have give out a descent % they know they would be having to pay you that back as part of your pay off when you need to meat the pay band for your store  :(

I think there needs to be a collective greivance for managers maybe by store groups
All should pull out of union ?

Same boat as everyone else - 25 yrs as a manager , never had a red review and now id be as well performing like a missed manager . Absolutely gutted - asked my store manager if I should just hang onto my job and wait for redundancy ( which feels more and more inevitable these days) or shouldn't just jump ship now ? Also told him that I'm glad this happened to me just before WMTY -my emotional loyalty to this company has disappeared completely .

If all managers are like the one's in my store then they are all paid far too much for what they do. Wandering around looking important & doing sod all but talking doesn't warrant a pay rise. Just my opinion like.

I wish I had the time to wander about talking all the time .... Never seem to have time with 8 areas to manage

Everyone has a review process and if you achieve your objectives with a Green or 'met' then everyone derserves a pay rise. In regards to bringing lower paid mgrs up to the higher level by 2018, how will that be achieved on 1.5%? I can't ever see the lower mgrs paid equal until all the longer serving mgrs are made redundant and everyone is on lower pay.

Join my store. They seem to find time there. Never see them doing much else really.

Quote from: Compliance89 on 28-06-17, 03:03PM
Everyone has a review process and if you achieve your objectives with a Green or 'met' then everyone derserves a pay rise. In regards to bringing lower paid mgrs up to the higher level by 2018, how will that be achieved on 1.5%? I can't ever see the lower mgrs paid equal until all the longer serving mgrs are made redundant and everyone is on lower pay.

Them manager will come down in salary 

How much of this could be tactics hoping some managers will jump ship before they do wat they are doing ?

Quote from: Woody44 on 28-06-17, 03:28PM
How much of this could be tactics hoping some managers will jump ship before they do wat they are doing ?

Not the first time I've heard this recently

In my opinion they want old managers out and bring the young ones in on the cheap big savings,

Totally agree with lots being posted,I too am too high up scale (what ever it is)to get a rise,also told today that I was a miss ,not having had a end of year review this was a surprise.all my efforts to make new twilight operation work alongside stock control obviously not recognised.
In 36 years in retail I have never felt so deflated ,my manager says my contribution is valued ,it doesn't seem like that.
We are being made to pay for other people's increases !
With 5 years before retirement I'm not likely to move job so I guess I will have to suck it up.
The next wmty will be a laugh,

It's not there fault it's been allowed to happen over the years but think of that big fat bonus all the store managers have just got 45%
Could that of been smaller and spread it down and give to GA's and managers

If you never had a end of year review you should of been met automatically ?????? :thumbdown: ???

If you didn't have a end of year review you should be an automatic 'met'. Appeal it!

Quote from: Northernstorelad07 on 28-06-17, 10:02AM
When the next store viewpoint comes along they will get a blanket of 0s for everything

I'm not pouring scorn here but that was said last time and the company churned out a high of 83%, despite the issues around pensions/closures/premiums/redundancies/restructures/nights. Something somewhere doesn't add up - people are either not telling the truth on WMTY or are not having their say at all.

Quote from: darklighter on 28-06-17, 12:42PM
If you are not a compliance manager or senior team you should not be doing Duty shifts at all!

I believe the structural principle introduced was 'non-trading and non-customer facing' managers should do duties, so that means SM, Senior Team, Compliance and Stock Control - however that crafty caveat remains that if you are trained and signed off as a Duty Manager you can still do them - otherwise stores would never cover Sundays. Plus there's always the old 'good for your development' chestnut ;)

Quote from: londoner83 on 28-06-17, 11:41AM
Managers who stayed put in a store got rewarded with a small percentage each year; whilst those who frequently swapped stores negotiated larger increases with every move. You now have highly paid managers in small easy shops due to freqùent moving with new managers on 21k in complex Extras.

I still think a bigger worry is a rumoured cull of managers so I for one would accept no pay rise if my job was secure

Herein lies the problem - Tesco's management costs are still in the region of around 20% of it's total payroll costs in an industry that runs with 16%. As you have described, the restructures have not delivered the management attrition needed to reduce the cost as they all just moved about to smaller/easier/closer stores (at least they did in our area). There are a lot of managers out there earning above what the market suggests they should earn. Admittedly, this is also due in part to their historical performance and Tesco's past pay deals which is not the individual managers' fault - they are effectively being punished now for their past loyalty and performance. None of this changes the fact that management costs are still to high, and the only solution to this is continued consolidation and removal of roles coupled with pay erosion over time - this is what you are seeing, underlined by the principle that management structure reviews are now continual rather than occasional.

Quote from: Woody44 on 28-06-17, 03:53PM
It's not there fault it's been allowed to happen over the years but think of that big fat bonus all the store managers have just got 45%
Could that of been smaller and spread it down and give to GA's and managers

My partner is affected by this deal despite being told their pay rise would be based on performance, it clearly wasn't. When they raised this very point, they were told their 3.2% bonus this year was their 'reward' for their work in the past year. The fact that the pay deal has effectively punished their historical loyalty and performance was overlooked. As a manager at Tesco, all you have to look forward to is more uncertainty - Tesco still needs to lower management costs by  at least 20% to make it (i) market comparable and (ii) release funds for the staffing levels it needs to operate. It's inevitable that the most expensive/costly are under the microscope.

I love the way they're trying to say that the bonus we were given  was reward for performance.
So those who got a missed review didn't get the bonus then?

Our Manager is on holiday this week - nobody has briefed us. How bad is it that we have to find the details out on here? Morale in store is very low, the details have spread like wildfire- can't wait to complete wmty  in July

Does anybody know anything about Managers pay award in distribution?
Is it the same as in store or different?

Quote from: Baggy1957 on 28-06-17, 03:53PM
Totally agree with lots being posted,I too am too high up scale (what ever it is)to get a rise,also told today that I was a miss ,not having had a end of year review this was a surprise.all my efforts to make new twilight operation work alongside stock control obviously not recognised.
In 36 years in retail I have never felt so deflated ,my manager says my contribution is valued ,it doesn't seem like that.
We are being made to pay for other people's increases !
With 5 years before retirement I'm not likely to move job so I guess I will have to suck it up.
The next wmty will be a laugh,

Your Manager is playing the Tesco game and trying to ensure that you don't get a pay rise, (after 20+ years of green reviews) I too was told exceed on the what but missed on the how , so had overall miss ( my review was 3 months late) so shouldn't have counted. Also under the new review process you should have regular check in ( finger on the pluses pulse)  meeting  to guide you to an met or exceed review

Biggest frustration in the open honest transparent world of Dave is that no one will say what the pay band is, if it's store size or sales or just manager head count, it's a farce a made up number that's secret.

Some not all managers have worked hard, took the difficult jobs that no one else wanted, yes they got a small payrise but now it means nothing, small or no payrise the last few years and now this cloak and dagger rubbish. Time to seriously consider redundancy when it comes round again.

Interesting that the 10.5% increase for colleagues was a big press story but the manager pay freeze gets no mention. Just another example of the press office in action - bigging the company up instead of releasing the truth.
There's been a big disparity in wages across the manager roles with no explanation for a long time. Don't ask why though because they won't tell you

Maybe because it's only the in store team managers affected don't forget the store managers just got a lovely big bonus, if team managers had got that then maybe they would be ok with a pay freeze.

What should we do?
Any ideas

Work to rule, our managers have started to turn phones off at break, I know most think managers get hours of breaks but being a busy store they get 15 mins then back out as they often rely on another manager to cover hence quick breaks.

They have started to go home on time as well which was a shock to some of the staff.

So I've just spent 40 minutes talking to usdaw, unfortunately 12 years ago when managers moved from section managers to line managers we moved to performance related pay, this in turn stopped usdaw being able to negotiate managers pay rewards. They have advised that all those affected need to make there voices loud and clear, so we have WMTY coming up, there is our first opportunity, blanket strongly disagree especially on the happy with your pay and benefits questions, use the comments box to how disgruntled and disillusioned we are, in previous years those managers above the pay ceiling received a lump sum instead of a hourly pay increase, there is no reason why this cant continue but tesco banned this last year, the union have actually told tesco this isn't right and that tesco risk losing managers to its competitors or seriously damaging their emotional loyalty to tesco, usdaw have also said all managers affected should either send a letter to Matt or Dave detailing  just how unhappy we are that store managers and SD's got a bumper rise but out hard work has been totally ignored, the more they see how unhappy we are the more they will need to listen to us. It's up to us affected managers to shout out and tell tesco its wholly unfair.

Also I like most of you work ridiculous hours our contract agreement says yes there are times we are expected to work more hours than contracted but this is for exceptional times of year,ie Xmas,Easter 5 star weekends, usdaw state it is unreasonable to ask managers to do 50 hour weeks every week, and if that's what we are being told to do then its because unreasonable work loads or environments and we have a right to refuse. So guys and gals if we want the reward we all know we deserve then its time to shout out and tell tesco this is not acceptable, who's with me, WMTY is our first voice, also I would like all of us to start flooding Matt and Dave with emails and letters detailing our disappointment and anger but sign it disgruntled unrewarded team manager, do not use your name as we know some managers will suffer bigger consequences for raising their voice, sorry for the long text but thought you all should know the facts, who's with me ?

Get grievance in, no comms about us having to get an Exceed to get pay rise, all year it's been a perf related pay award, if you were met or higher, a pay award should be given.  No comms about what the pay levels are or how these are derived.

A grievance will only receive the blanket message that this is what tesco have decided, and thus nothing can be done,email Matt and Dave,ruin WMTY with our collective anger, I'll also be emailing national papers in the hope that one will pick up the story.

What day is the 23rd December this year?? Good luck with managers doing super Sundays :D

Yup hear what you saying but it's the only formal process available to us, bar jacking!  Our T&C's imply Performance Related Pay, by the sounds of it, performance has been achieved yet no pay rise.  There has been no consultation on the possibility that this would be any different, and to drip feed us this nonsense rather than being open and honest is paramount to DL thinking he is way above the reality of daily life in stores!

Quote from: Hardwork no payrise on 29-06-17, 10:10AM
A grievance will only receive the blanket message that this is what tesco have decided, and thus nothing can be done,email Matt and Dave,ruin WMTY with our collective anger, I'll also be emailing national papers in the hope that one will pick up the story.

I have just sent an e-mail to Matt and Dave. I hope it articulated what we feel, here it is...

Good afternoon,
I felt the need to write to you to express my deep disappointment in the news that some Team Managers have found themselves to be in a position whereby they have met expectations within their performance review, but have now heard that another round of measures designed to save money has resulted in them not receiving a pay rise. I am sure you are aware but just in case you are not, let me share our experience. We are in a store that opened as a Cat8 several years ago. Since then it has reduced to Cat 7 due to severe mistakes made when investigating demographics of area, resulting in a short term "White Elephant" (huge expansion plans for area will improve this situation over next decade). How is this relevant? This has in turn reduced the grades of team Manager pay, and a s a result some individuals have found themselves over the pay grade for this store.
Consequently these individuals now are not eligible for any pay rise including the lump sum that has been a practice for past pay reviews. Now I understand we all need to align basic pay, however to not even receive a lump sum for good performance is in mine and many others opinion a shocking example of kicking those individuals in the teeth that have shown loyalty and passion for Tesco.... up to now.
The general opinion is that these individuals are being pushed out because of the higher pay they receive, and penny pinching in exchange for managers leaving the business. I hope you realise the damage you have done as a leadership of Tesco to so many individuals and groups of colleagues that you have alienated within the space of one week. In this I include Sunday workers.
I hope the Store Managers and leadership above them enjoy their pay rises....
Yours with a sad heart
Experienced Team Manager in process of leaving.

Quote from: Northernstorelad07 on 28-06-17, 10:11AM
It seems only the seasoned managers are not getting anything because
Of this ceiling surely that would only effect a certain age group thus could
Be classed as discrimination ?

Constructive dismissal territory here. I have just sent an email to both Matt and Dave, and never do that sort of protest. No more mr nice gal!

Our store an extra, the team managers only do the dutys with a few being covered by seniors. Store manager has made this decision...

When and how did usdaw inform line managers that they didn't negotiate our wages?
I have no recollection of ever being informed  >:(

My question to Usbore I have been a manager for more than 20 years and paid my Union fees if they have not represented correctly surely they are taking money off me each for only partial representation ? Cannot be right if I pay the same as other members who receive full representation ?

Quote from: Manager of many names on 29-06-17, 12:51PM
I have just sent an e-mail to Matt and Dave. I hope it articulated what we feel, here it is...

Good afternoon,
I felt the need to write to you to express my deep disappointment in the news that some Team Managers have found themselves to be in a position whereby they have met expectations within their performance review, but have now heard that another round of measures designed to save money has resulted in them not receiving a pay rise. I am sure you are aware but just in case you are not, let me share our experience. We are in a store that opened as a Cat8 several years ago. Since then it has reduced to Cat 7 due to severe mistakes made when investigating demographics of area, resulting in a short term "White Elephant" (huge expansion plans for area will improve this situation over next decade). How is this relevant? This has in turn reduced the grades of team Manager pay, and a s a result some individuals have found themselves over the pay grade for this store.
Consequently these individuals now are not eligible for any pay rise including the lump sum that has been a practice for past pay reviews. Now I understand we all need to align basic pay, however to not even receive a lump sum for good performance is in mine and many others opinion a shocking example of kicking those individuals in the teeth that have shown loyalty and passion for Tesco.... up to now.
The general opinion is that these individuals are being pushed out because of the higher pay they receive, and penny pinching in exchange for managers leaving the business. I hope you realise the damage you have done as a leadership of Tesco to so many individuals and groups of colleagues that you have alienated within the space of one week. In this I include Sunday workers.
I hope the Store Managers and leadership above them enjoy their pay rises....
Yours with a sad heart
Experienced Team Manager in process of leaving.

I suggest, dig in and wait, the next 12-18 months could be very interesting. In other words wait for a pay-off, unless you find something much better..

Must be Breach of Contract! Performance Related Pay Rise is an implied term of our T&C's and to be told we aren't getting it and other are, while using the same criteria, must count for some sort of illegal move??

Just be glad you are still in a job. Alot of the management need wiped out the structure is to complexed. Why are managers getting paid over the odds for filling.

I have like others on here have worked for the company for best part of 30 years when we had larger teams working grocery ect a manager who may be on a larger wage filling might not be from design but is a consequence of step changes that have happened in the business. However we are being penalised for bring green perormers in past years. I have worked through the ranks since I was 16. Lost pension double time and even going back to having a Sat*rday premiums. Never saying anything. But now I feel I have stabbed in the back by people who have only been with the company less than 4 years.

What's happened to the core values ?

Good one! 👍👍

Quote from: JL on 29-06-17, 02:59PM
Just be glad you are still in a job. Alot of the management need wiped out the structure is to complexed. Why are managers getting paid over the odds for filling.

Quote from: Me2015 on 29-06-17, 04:20PM
Good one! 👍👍

Quote from: JL on 29-06-17, 02:59PM
Just be glad you are still in a job. Alot of the management need wiped out the structure is to complexed. Why are managers getting paid over the odds for filling.
Iam guessing you are both GA's the biggest problem I have with pay rise is there is so many GA's who don't deserve it and add no value to our store and don't get managed by there managers

Me2015 it's ok to say that however at the end of the day wether you are a part time GA
Or team manager do you think it's right to be treated in this way by Tosco ? And accept that it's ok because we get to keep our jobs for another 6 months to a year ? I am grateful to have a job but I have some self respect. And when you have been in a job for a while and kept to all the rules to have your contract ripped up and told sorry not any more. We could say a lot of staff not just management should think the same just Kay down and take it ???

Quote from: trolleyboy96 on 28-06-17, 07:07PM
Biggest frustration in the open honest transparent world of Dave is that no one will say what the pay band is, if it's store size or sales or just manager head count, it's a farce a made up number that's secret.

Some not all managers have worked hard, took the difficult jobs that no one else wanted, yes they got a small payrise but now it means nothing, small or no payrise the last few years and now this cloak and dagger rubbish. Time to seriously consider redundancy when it comes round again.

It's not secret. The documents are out there in the SM and PM's hands. Paybands are fixed but the actual band each role falls into is store specific based on role, store size, dept and turnover. 90% of Team manager roles will fall into the L3,L4 and L5 bands.

Sorry are these the same mangers who told ga's when we lost np1 we we still had a payrise even though we lost money days had a decent payrise nights didn't.  different now the boots on the other foot.  also the ga's are the ones who help you get your good reviews with our hard work getting your department right.. I work on pi we are the ones do the work not our manager we are lucky if we see them once a week. then supposed to say how brilliant the manager is on wmty

Quote from: strebor on 29-06-17, 06:58PM
Sorry are these the same mangers who told ga's when we lost np1 we we still had a payrise even though we lost money days had a decent payrise nights didn't.  different now the boots on the other foot.  also the ga's are the ones who help you get your good reviews with our hard work getting your department right.. I work on pi we are the ones do the work not our manager we are lucky if we see them once a week. then supposed to say how brilliant the manager is on wmty

Well I have never had to speak to anyone about NP1 in 3 years I have lost pension, double time and now time and a half you were lucky because I never even got a brief from Sm about these things I also work in an area where we all work hard my team and myself. And to be fair what if anything could a team manager do or say that would have made a difference to the loss of NP1 ?

Last year no one spoke up about the double time colleagues would say it's only fair as everyone else is on time and a half. Never got a pay rise for a few years now. The boot has never been on the other foot for me

didn't say they could do anything about it but to insist we had a payrise and were lucky not just 1 manager but them all.  think if they said it often enough we would believe it. but a lot of us lost double time and now losing time and a half down to time and a quarter don't think my payrise will do 10%.  do you think managers will be as condescending this time round

I work on pi we are supposed to work 7pm- 12 now. it hasn't been forced on us yet but it will at some point then I will lose all night rate and hrs.  I'm not really getting at anyone just had to get the point over we are all losing out in one way or another. except people who work days mon - sat.

You misunderstood! It's not ok, far from it, from screwing over nights to long term colleagues with reductions in premiums, the pension being downgraded and now further cuts while the board get huge salaries and add ins!  I've been here for over 20 years, never have I felt this way.  I put grievance in about last pay review, have done the same with this.  I may be lucky have the job I have, but it's been earnt through years of working my finger to the bone, with achieving green/met reviews and nowvto be told although I've done my job to a high standard, I get no pay rise!

This needs to go further, from the HO staff losing their jobs in England and Wales, to the DC's in England cutting workforce, and back again to the stores, where the actual money is made, and the real customer service level is acquired!

It's wrong, immoral and I for one will not take it laying down my friend!!

Quote from: Northernstorelad07 on 29-06-17, 04:56PM
Me2015 it's ok to say that however at the end of the day wether you are a part time GA
Or team manager do you think it's right to be treated in this way by Tosco ? And accept that it's ok because we get to keep our jobs for another 6 months to a year ? I am grateful to have a job but I have some self respect. And when you have been in a job for a while and kept to all the rules to have your contract ripped up and told sorry not any more. We could say a lot of staff not just management should think the same just Kay down and take it ???

Reminder that this is the Manager Pay Review thread. For all the colleagues entering into the debate mentioning about their pay rises and premium cuts remember that these exact premium changes affect all managers too so we're all in the same boat.

The only difference is ALL colleagues get the 3 stage pay rise over the next 18 months. I, for one, as a long serving, vastly experienced, high performing manager have had no pay rises for the last 5 years. Due to being Sunday contracted I will have actually had a 15% PAY CUT over a 2 year period. No base pay increases to offset that unfortunately.

If you feel your high performing and have had NO pay rise for 2 years surely you need to decide if you want to work for your current employer. Noone has a devine right to a pay rise, cost of living rising or not. Its simply supply and demand. I left tosco having 3 Green reviews about 8 years ago for a competitor as i felt my pay was poor. I left the competitor 3 years ago as all managers had no pay rise for 2 years irrespective of performance. I now earn 15k a year more than i did at tosco. I enjoy my job more but i do work a lot harder for it.
With the impending rises to national living wages the pay gap between colleagues and dept managers will shorten. I imagine a store running in excess of 6 dept managers will see further redundancies as drastic continues to cut cloth. If you feel undervalued i would personally look elsewhere before the job market is saturated with dept managers with supermarket experience. 

Can I ask what your job role is now formerscoboy? Maybe I need to take a similar approach :p

Quote from: Thisismyusername on 29-06-17, 09:38PM
Can I ask what your job role is now formerscoboy? Maybe I need to take a similar approach :p

👍🏻

I too have emailed dave and matt, this is something we all need to do, our voices need to be heard abive is a well scripted email draft guys please copy and paste it and send it on

Quote from: formerscoboy on 29-06-17, 09:13PM
If you feel your high performing and have had NO pay rise for 2 years surely you need to decide if you want to work for your current employer. Noone has a devine right to a pay rise, cost of living rising or not. Its simply supply and demand. I left tosco having 3 Green reviews about 8 years ago for a competitor as i felt my pay was poor. I left the competitor 3 years ago as all managers had no pay rise for 2 years irrespective of performance. I now earn 15k a year more than i did at tosco. I enjoy my job more but i do work a lot harder for it.
With the impending rises to national living wages the pay gap between colleagues and dept managers will shorten. I imagine a store running in excess of 6 dept managers will see further redundancies as drastic continues to cut cloth. If you feel undervalued i would personally look elsewhere before the job market is saturated with dept managers with supermarket experience.

Irrespective of your comments when some store managers have recieved a 45% pay ruse this year how can it be right green performing team and lead managers have recieved no pay rise this year and potentially for years to come

..this posted on ourtesco in response to Drastic's Job Cut Carnage  :o


Could you clarify what model you are aspiring to, one week its Morrison,Sainsbury etc you compare us to , the next statement you compare us to the so called discounter models that even the most naive employee knows is nothing like our business model, it seems you are choosing which ever one suits the decisions you are making Is it any wonder there is mixed messages and a severe lack of trust and confidence in what is happening at Tesco, especially since there still is a huge pension black hole, shares are still not recovering (which you say was your main priority) and the fiasco of the recent pay review just announced where colleagues have a 5 month window July to Nov that is not in any review (has these months just disappeared) there cut in Sunday premium is deducted from the 3.79% per annum increase, the blindsiding of mangers with their pay review where most are receiving not even the 3.25% cost of living increase there has been since their last pay review, thats if they got anything at all. As again any long and successful service has been punished with real term pay cuts. Any clarity on any of the above would be greatly appreciated as I know no one around you will ask you for us , so I will on behalf of your disillusioned work force.

Quote from: Hardwork no payrise on 29-06-17, 10:05PM

Quote from: formerscoboy on 29-06-17, 09:13PM
If you feel your high performing and have had NO pay rise for 2 years surely you need to decide if you want to work for your current employer. Noone has a devine right to a pay rise, cost of living rising or not. Its simply supply and demand. I left tosco having 3 Green reviews about 8 years ago for a competitor as i felt my pay was poor. I left the competitor 3 years ago as all managers had no pay rise for 2 years irrespective of performance. I now earn 15k a year more than i did at tosco. I enjoy my job more but i do work a lot harder for it.
With the impending rises to national living wages the pay gap between colleagues and dept managers will shorten. I imagine a store running in excess of 6 dept managers will see further redundancies as drastic continues to cut cloth. If you feel undervalued i would personally look elsewhere before the job market is saturated with dept managers with supermarket experience.

Irrespective of your comments when some store managers have recieved a 45% pay ruse this year how can it be right green performing team and lead managers have recieved no pay rise this year and potentially for years to come

No they received up to 45% BONUS this year not payrise.

Quote from: Thisismyusername on 29-06-17, 09:38PM
Can I ask what your job role is now formerscoboy? Maybe I need to take a similar approach :p

I work for booker!

Quote from: Hardwork no payrise on 29-06-17, 10:05PM

Quote from: formerscoboy on 29-06-17, 09:13PM
If you feel your high performing and have had NO pay rise for 2 years surely you need to decide if you want to work for your current employer. Noone has a devine right to a pay rise, cost of living rising or not. Its simply supply and demand. I left tosco having 3 Green reviews about 8 years ago for a competitor as i felt my pay was poor. I left the competitor 3 years ago as all managers had no pay rise for 2 years irrespective of performance. I now earn 15k a year more than i did at tosco. I enjoy my job more but i do work a lot harder for it.
With the impending rises to national living wages the pay gap between colleagues and dept managers will shorten. I imagine a store running in excess of 6 dept managers will see further redundancies as drastic continues to cut cloth. If you feel undervalued i would personally look elsewhere before the job market is saturated with dept managers with supermarket experience.

Irrespective of your comments when some store managers have recieved a 45% pay ruse this year how can it be right green performing team and lead managers have recieved no pay rise this year and potentially for years to come

As I said if you don't feel valued by your employer at some point you need to look elsewhere??

Formerscoboy, you must be looking at this potential merger with some unease.

So today I handed my grievance to my store manager for failing to adhere to my contract around my performance related role, that Tesco brought in 12 years ago, both Matt and Dave Lewis have received my emails showing my disgust at not getting a pay rise while store managers and above all received their pay rises, a lot have shared their displeasure about not receiving pay rises despite meeting their objectives set and receiving a met annual review.

Could I ask please that we all hand grievances to our store managers and ensure both Dave and Matt get emails from us all, if we don't all stand up to this then we may well spend a fair few years not receiving our deserved pay rises. Lets make our selves heard.

Hey Hardwork, good luck with trying to get a mere handful to back you up. Tosco created an I'm alright Jack and stratified workforce under that putrid partnership which is little good for those at the bottom.

Even this site appeArs to harbour elements of those who have been content to wave goodbye  to colleagues as long as their boat wasn't rocked. Maybe its just a sign of the times with working class people believing they are no longer under slavery if they have iohones, fake designer handbags and can be entertained into oblivion by X Factor on their smart tvs.

Just look at the venom the equality pay thread created. Instead of fighting a cause for everyone, elements chose to defend their own nest for fear they may lose out themselves, or at least undermined. That area of the business will get zero of my cold potted p**s of sympathy 😀😀

Try getting hold of hair net to see if he or his bitch will second your objection? 

I don't think grievances on this issue will go anywhere. Tesco needs to reduce it's management costs by some 20% to be market comparable in terms of salaries (it actually skews that market by paying a lot of them more than pretty much everyone else by running at 20% management costs in an industry that runs at 16%).

It also needs to reduce management costs to drive efficiencies - Tesco's sales per employee are worth around £200k per year whilst at ALDI they are worth £330k. Even Sainsburies generates more than 10% more sales per employee than Tesco. That sits with management, Tesco is encumbent and comparably inefficient.

This will roll on and on, Senior Team and SMs will not be immune either as they are currently taking the lions share of that inefficient cash return - you can erode Team Manager costs by constant restructuring and consolidating roles as well as putting a ceiling on salaries, but to reduce the costs of Senior Team and SMs you must shed them and/or buy them out.

Both Aldi and Lidl pay more to their managers
(and customer assistants), the main difference is there are few of them and they cover the whole store (not just one department).

The issue with Tesco is that there is a whole fleet of work level 2 - 5 based at Daventry that dont manage teams and have very input on the business.

These people are meant to be business improvement and business development managers, but in terms of innovation they are a million miles behind the completion

Quote from: stockrotateman on 30-06-17, 06:09AM
Formerscoboy, you must be looking at this potential merger with some unease.

Yes and no, there are lots of upsides better prices for my customers, potential use of tesco systems and distribution network. Risks are what dl decides to do with it. However I would say part of the deal is for the booker ceo charles wilson to get a seat on the board and he is a seriously great operator but also fair.

Quote from: Arizonarugby on 01-07-17, 07:22PM
Both Aldi and Lidl pay more to their managers
(and customer assistants), the main difference is there are few of them and they cover the whole store (not just one department).

Very true, and it's why they are significantly more efficient - they employ less people so pay them more but expect a lot more in return. The biggest difference lies in how lean their structures are - if anything Tesco must be looking at the point of having Senior Team and large regional support functions as well what point there is in paying its SMs as much as it does. This population will be hit very hard at some point in the future, once its served its purpose of delivering the rest of the bad news.

I don't believe a Aldi store manager is on the equal wage as a tosco extra manager, and if you look at what the Aldi store manager does through out their day, which company is getting there monies worth. in my opinion senior team and Tosco store managers are for a rude awakening.

You'd be surprised how little a team managers in retail
earn (teeco ) earn , the difference between a Aldi manager and a Tesco manager is in the region of 10k.

The difference is that there may only be 1 or 2 running the store as opposed to 9 or 10. Obviously, there is a difference in sq footage of the stores and complexity of the product ranges.

Tesco have replicated Aldi's / Llidl's (lean) structure in distribution, so it won't be long before they do so in retail

Alot of the managers are just overpaid fillers and high paid admin staff. In my store they are constantly getting staff upset off. The SM seriously needs to have a word with some of them. Some of them don't deserve the pay they are on let alone a pay review. They would not survive outwith Tesco.

I am a Customer Assistant, but I have some sympathy for mangers point of view. Tesco are being forced into giving it's lowest paid retailing staff a 5% a year rise for the next 3 years because of the rise in the minimum wage. Unfortunately, staff at higher pay grades are in some ways paying for this. I don't know how much a department manager earns at Tesco, I'm guessing 24-26k a year. I understand that a lot of managers have mortgages and families and expenses commensurate with there incomes so no pay rise will bite.
One point I would mention about the managers at my store, I work in the grocery department on the twilight shift, previously on nights. There is a real talking culture, whereas managers on the night shift would assign themselves an aisle and usually spend getting on half the night working stock. On the twilight shift managers don't always assign themselves an aisle and seem to spend a lot of there time talking. There seem be endless manager meetings that go on in my store. I think this change in culture. on the twilight shift,  is due to all of the managers coming from a customer service background, it seems that most of the have been promoted for being nice, and getting on with the senior management rather than any particular competence.
New staff are not trained properly or told what is expected of them due to managers own inability to set any sort of example.
I do think that Tesco managers, senior grade and above, are overpaid and that department managers are paid a rate comparable with Tescos competitors even after years of small or non existent pay rises.
Tescos shop floor staff are amongst the worst paid in the retail sector, even with recently pledged payrise and Matt Davies's claim that we are paid a package in the top quartile of the industry.
Certainly, at my store, some of the department managers seem over employed, they don't leave. They are overweight, do very little and lack enthusiasm. I honestly believe they are bed blockers, preventing more capable people taking their places. If they genuinely pursued the most capable people to go on the management course, I don't think they would because they would be shown up.
I apologise to the hardworking managers of Tesco, because I have encountered some excellent managers in my time. Unfortunately, in some stores, the good  managers seem to be in a minority.

Red75, agree with you about the team managers, some are decent and honest because they are not on much more then a full time ga on nights. But as I said in previous posts it doesn't look good for them. The senior team and especially the store managers within Tesco there highly paid and comfortable world is coming to an end.

Quote from: JL on 02-07-17, 03:19PM
Alot of the managers are just overpaid fillers and high paid admin staff. In my store they are constantly getting staff p**sed off. The SM seriously needs to have a word with some of them. Some of them don't deserve the pay they are on let alone a pay review. They would not survive outwith Tesco.

JL why do you think that managers need to stack shelves - could it be that Tesco have cut everything to the bone and set unrealistic / unachievable KPI's twilight fill is a prime example - I for one don't want to go shopping when having to dodge people replenishing the store and a can understand how frustrating it must be for the replen teams to see the area they've just filled destroyed by someone looking for the best code date (etc)

Completely agree Stockrotateman, It's clear there are too many managers and I'm sure they're soon to be in the sights of the boards 'streamlining'.

Of course they are under the spotlight for review/ streamlining the evidence is their for all to see people managers responsible for 4 stores, compliance managers going going gone - just to name a few but if Tesco are serious about reducing costs they need to look at the real high earners in on the senior team, distribution leadership team and retail leadership team .

Clearly if there is to much fat in the structure then it must exist at both ends of the management scale.

Agree with the above....

If store managers are really in charge of their stores why do they need regional teams on vast salaries?

If dept managers are responsible for their departments why do they need senior team (who on the whole do very little in the way of physical work)?

Why in Extras can a checkout manager be expected to manage a team of 150+ yet a phone shop manager is on a similar wage to manage 5 staff?

I have no doubt we will go down discounter route and have a store manager and a handful of other managers responsible for whole store. Staff will also once store scheduler is fully rolled out work across current department borders.

I have a question, that I have not really bothered  about before this pay review. As a relatively new but skilled bakery manager, is it right that I am expected to bake and do early mornings (2am) without being paid skilled rate? I get paid less than our grocery manager/produce manager but a few years back it was a totally different story before it was axed. Should I do the baking without the extra wage and just suck it up as that's what's I'm paid to do? Or do I argue that I do not get paid the skilled rate so I will not be doing any of it without extra? It just seems slightly unfair. Sometimes I feel l might just be better off as a dotcom driver or a baker 😂

I know it's all changed but, I was a skilled bakery manager, got paid more than others, 1 below Stock Control Manager in old money, C2 I'm sure it was classed as!

With the changes I'm pretty sure it's a case of just sucking it up now, especially the way the firm is going with pay offs, premiums being axed etc etc.

Worth asking about EOY Grade etc in past and whether appropriate pay rise based on performance has been applied - I know that means jack just now but I'd be challenging it mate!

Good luck

Quote from: londoner83 on 03-07-17, 08:41AM
Agree with the above....

If store managers are really in charge of their stores why do they need regional teams on vast salaries?

If dept managers are responsible for their departments why do they need senior team (who on the whole do very little in the way of physical work)?

Why in Extras can a checkout manager be expected to manage a team of 150+ yet a phone shop manager is on a similar wage to manage 5 staff?

I have no doubt we will go down discounter route and have a store manager and a handful of other managers responsible for whole store. Staff will also once store scheduler is fully rolled out work across current department borders.

Phone shop managers work in a specialised area have accountabilities that no other manager has to deal with
They do not report to a manager instore they don't get support from anyone instore with staffing or wages
Or customer issues they can't put there hand up and say help like a lot of other departments also they have to cost
There own staff wages. Hence why there staff are D grade

Surely if your a bakery manager you should be skilled otherwise how the hell do you know what your bakers are doing they can BS you about what they do my manager does 3am starts when needed and he never moans may be he likes the early starts so he can leave at 11am.

Has anyone put in A greivence yet ?

Yep, I added it to the one I put in 2 years ago when we got no payrise on performance related contract yet I finished Eoy green, that got me to the gpm who never resolved it, so I doubt this will get me anywhere!

Surely if there is an active investigation and there has been no movement you can in theory take out a grievance against the manager who was dealing with that ?

Quote from: trolleyboy96 on 07-07-17, 02:11PM
Yep, I added it to the one I put in 2 years ago when we got no pay rise on performance related contract yet I finished Eoy green, that got me to the gpm who never resolved it, so I doubt this will get me anywhere!

OK so you got your EOY green review but no pay rise? sounds to me your review was BS and your manager submitted an amber or worse, that's why you didn't get anything.  I'd ask your PM or wages to pull your file, if it wasn't the review you say you got then you'd have a case, I've known of cases like this before when managers have been too weak to give real reviews face to face only to submit poor reviews or not to have any official review and submit poor ones on the quiet and hope nobody notices, one thing I've noticed over the years is once a review has been submitted that's it. 

It was the year managers got no pay rise, no one got one 2 maybe 3 years ago, eoy green was posted.

From what I understand , no one gets a Automatic pay rise , regardless of what they had at the time Review, what they are doing is looking at what pay you are already getting for the department you are working in , Even In Express if you are getting the top score but are on a high pay for the store scale you will not get paid, Its all about bringing every one in to line with the new pay scales they are going to In force ,

@NotSoFunny

do you think they will ever bring the Executive pay scales into line :question: ;)

No I don't
Since they are a law on to them self. After all they get paid to cut our pay .and as such so long as they do they will ask for more and get it..the peramid springs to mind as well..not everyone can do the job at the top.I would say that most of the human race has a heart and feelings
Something that at times is lacking at the top.

Sounds like a society led by sociopaths to me. And we wonder why laws get broken. If we seek we will surely find. :thumbup:

Just to highlight that on this trajectory, by 2020 CAs will be earning £9 an hour and a Team Manager will on average earn around £12 an hour, based on the principle of 'fairness' that is being bounced about. When you factor in the additional tax and NI liabilities, that extra £3 an hour doesn't look so good considering what you have to tolerate to earn it...

Ovasees

Middle management should always only be on a few pounds more. You don't need to tolerate anything. One of the main problems with Tesco is that people will not question those above.

JL  :thumbup:

Perhaps if Tesco culture genuinely (as opposed to pretending) to listen, it wouldn't have the problems it has now.

It is always worth a try in the off chance that someone will listen but you will probably find the door before. The place is full of c**k suckers and few are up for a shift.

Has anyone had their formal grievance heard yet?  Been 3 weeks now since the news hit! Be good to get some updates from around the country to see how consistent the message is.

 

Quote from: JL on 10-07-17, 08:18AM
Ovasees

Middle management should always only be on a few pounds more. You don't need to tolerate anything. One of the main problems with Tesco is that people will not question those above.

i will!! :P

Warning, Gravy train has reached it's destination, all senior team and PM ( Pointless Managers),  please get off!

Time for Tesco to embrace the idea of a Meritocracy where only the capable get promoted and not the friends and relations of Senior and lead team!

Nepotism destroys companies and hopefully Tesco will nip this long term problem in the bud.

sayonara to the PM, that unecessary evil that purported to be there for all staff but was fit for nothing but support of Management and making posters, possibly a vassal for store manager to get rid of his dirty water.

[gmod]Please do not quote immediately prior post(s).[/gmod]

darklighter    :thumbup:

So, with no replies to my previous comment, can I assume everyone was just 'talking' about putting grievance in, no actual letter handed in?? It's been over 3 weeks now, and guidelines is to have grievance heard within 7 days! 
I've had mine, stated my points about giving to one and not the other, even though a 'met' was achieved.
Awaiting a decision, I will clearly be taking it to next stage if the response is not adequate.

Good luck Me2015 , I think many people fear putting a grievance in , in case of repercussions!

Tesco management don't know how to deal with issues so they give you the what for   

@Me2015

unfortunately the 'all talk' culture is rife within tesdaw, it is not just a management problem either.

the usual way these things go is

Person A; I am very angry with this issue and if only somebody would stand with me I would do something about it.

Person B (after hearing Person A's out-burst) stands up to the issue in the expectation that Person A will follow.

Person A does not follow through with their stance

Person B left out in the cold and isolated is now bulk meal-feed for Person C; (those gutless managers and Ga's trying to engratiate themselves with their supperiors in the hope that they will be left alone).

Person A is now nowhere to be seen (at best) or usually absolutely denounces Person B's actions to anybody who will listen especially Person C.

Person C later realizes that they are not immune to the issues at hand and cry's out for help from person B who seems to know the ropes and has 'experience' in 'this sort of thing'. Person B still bloodied from the encounter responds in a manner that to this day remains un-certified by the British or foreign film industries.

yep.......I've lived that dream a few times in tesco......and I am sure that one day I will fall for it again :thumbup:

 :thumbup:

Thanks; I'm not going to back down, my teeth are bitten and I'm not letting go!!

Plus, no thanks to Useless 7, I won't have to pay anymore to take it to an ET!!

Will update as and when!

Quote from: Welshie on 25-07-17, 11:06AM
Good luck Me2015 , I think many people fear putting a grievance in , in case of repercussions!

Stage 1 meeting complete, just as I expected, no further action being taken so off to Stage 2 I go!

Has anyone else gone through with the grievance and if so, what was the feedback/outcome?

My letter was ripped up in front of me, was told to get out the effing office, called protector line awaiting fall out....

I complained once against my LM and all that happened is I never got any holidays I wanted from that day on.  ;D

Optout  :D :D ;D

I am a habitual person b  :(

I just never learn  :o

Quote from: trolleyboy96 on 04-08-17, 05:56PM
My letter was ripped up in front of me, was told to get out the effing office, called protector line awaiting fall out....

My response would have been walked out the office, got my coat, told duty manager or any other management I was leaving the store due to threatening and intimidating behaviour,  clocked out, go home.

Quote from: optout on 25-07-17, 10:09PM
@Me2015

unfortunately the 'all talk' culture is rife within tesdaw, it is not just a management problem either.

the usual way these things go is

Person A; I am very angry with this issue and if only somebody would stand with me I would do something about it. If it is referenced anywhere else it can never be alone.

Person B (after hearing Person A's out-burst) stands up to the issue in the expectation that Person A will follow.

Person A does not follow through with their stance

Person B left out in the cold and isolated is now bulk meal-feed for Person C; (those gutless managers and Ga's trying to engratiate themselves with their supperiors in the hope that they will be left alone).

Person A is now nowhere to be seen (at best) or usually absolutely denounces Person B's actions to anybody who will listen especially Person C.

Person C later realizes that they are not immune to the issues at hand and cry's out for help from person B who seems to know the ropes and has 'experience' in 'this sort of thing'. Person B still bloodied from the encounter responds in a manner that to this day remains un-certified by the British or foreign film industries.

yep.......I've lived that dream a few times in tesco......and I am sure that one day I will fall for it again :thumbup:

Quote from: lucgeo on 04-08-17, 07:31PM
Optout  :D :D ;D

I am a habitual person b  :(

I just never learn  :o

Think numbers and act accordingly.
I find it better to be 0 rather than A,B or C,.

Zero is nothing but it is the foundation only of all that follow it.
Be 0 you either amount to nothing or you are alongside something!

I know everyone I have spoken to about this has given it big licks in sayings they are definitely going to put a grievance in, yet I'm the only manager in my store, out of at least 7 affected, that had followed through on this!

Certainly on here, when I posed the question, there was very little response despite the overwhelmingly negative comments about the pay review, or the lack of it, and bravado I saw about how everyone needs to stand up and let feeling be known!

I'm a one man band by the sounds of it, apologies if you have put in grievance but decided for whatever reason not to comment.

The story continues......

The company is full of Doers and Sayers. You should view online rants, claims and perceptions of fact as nothing more than hearsay until you can rationally show it to be correct.

And that's why the country is like it is and unions have no power......

I'm seeing this more and more since DL and MD took over, lots of unhappy people with a story to tell, some actually get on with doing what they are going to do, others just full of c**p and talk heresay, which, guess is the power of social media, be it Facebook, Twitter or VLH; all talk no action!

I'm old school, was there in the good times, did what I had to do but always kept my morale compass in line with my upbringing and my personal values, i.e. Respect those who respect you, both ways I might add!

Always kept that simple line going throughout my time in Tesco, I will do what's needs to get done but if I don't agree with it, I will speak up; be in changed to hours, role, routines, I'm too long in the tooth and too stubborn to just accept something I clearly know may be wrong, stupid or both!

Brings me to this, I will not put this to bed till I get the result I want, no way!  I accept nobody knows who I am on here, however I will state, categorically that I will not just roll over and accept the bullS from mr moneybags above and god grand plans of a new tesco!

I will fight to the end, I have the evidence, actual written evidence; that is being dismissed at the moment, that will see me through!

So please don't say you are going to say something if up are not willing to take the risk, have some personal respect!

👍👍

Quote from: Duracell on 06-08-17, 07:34PM
The company is full of Doers and Sayers. You should view online rants, claims and perceptions of fact as nothing more than hearsay until you can rationally show it to be correct.

Me2015

What evidence?

Iam going to put the cat among the pigeons here. Who cares about the managers pay. Not one gave a kipling's diddy when the night premiums were slashed or the Sunday's double time went they just shrugged their shoulders and told their workers just to get on with it. Now when it's their turn the dummy gets thrown out the pram. Newsflash in every store you are lucky if there is 3 decent managers the rest are clowns with a bit of power. Any time VLH was mentioned they would say don't listen to that its all rumours. Now that the boots on the other foot they are on here looking for advice. I will give the managers some advice good luck finding a job in the real world because getting the money you did for the work most of you did, well we all know the answer to that  >:(

 :thumbup: bootsdaroff

 :thumbup:

 :thumbup: :thumbup: :thumbup:

bootsdaroff  :thumbup: It was the same with some PMs, no empathy for those they made redundant until it was their turn for the chop - until then it all just a process.

Me2015 - the problem is that the few decent managers will be keeping thier heads down in the vain hope that they are not next for the axe - rocking the boat may make them a target given the history of this in Tesco's culture and the current changes. The majority of managers however worship at the altar of Drastic and are thus delusioned enough to think that this will make them safe - the majority of those who have gone will have said Tesco was 'a great place to work' on their WMTY, it makes no difference you are just a number, and that number is not your length of service or work level ;)

I agree fully with bootsdaroff. In fact I don't think VLH should allow managers to start posts on their problems after the way most of them abuse their hard working staff. No idea how you'd control that but it's the way I feel. I've always seen posts on here that had to come from a manager as they were supporting Drastic and his cost cutting tactics.  I couldn't care less about managers wages or contracts and I'm sure the majority feel the same.

It's very sad to see the Marie Antoinette attitude is rife in Tesco , perhaps if we adopted a Lech Walesa (solidarity) then we may get somewhere

Here's another cat being thrown in  :o

I have always fought tooth and nail for my colleagues, regardless of their station. If something's wrong, then somethings wrong.

I have always lived the values, because I believe in them. Yes there are s*** managers, but if one of them was being wrongly treated, I would stand up to fight their corner, just as I would, and have, argued with the same managers to fight another's corner.

Are we going to start cleansing VLH to just us? It's a debate forum, every one has a right to a voice, some we like, some not so much, some talk out their arses and others are extremely knowledgeable.

Do we want to turn into manager bashers, for no other reason than their title, so we don't like them,so let's be rid of them  ???

May as well rename the site to the nodding dogs, or even worse the N*** party:o

  Can we stick to  the topic in the title please guys?

For the benefit of the last few posters..
VLH is open to everyone, we have no way of restricting it to none managers only.

If we did have, we wouldn't

If you want to go to a site where everyone agrees with your exact views, find a dark room, sit in the corner and mumble to yourself, everywhere else there will be some discontent with your views.


  Back to something with a hazelnut in every bite!

Arizonarugby and lucgeo when us mere mortals lost our double time and our night shift premiums were slashed the managers were not interested because it did not affect them. Usual rhetoric " the show must go on and we are still being paid by Tesco " There isn't even any solidarity between them. They back stab each other to death it's more like the French Revolution. To even associate the word Solidarity with Tesco managers is laughable.

Whilst it undoubtedly sad that premiums have  been cut the business is no longer generating the profits it once did and changes had to be made to satisfy the shareholders

I think it's sad it's being done piecemeal with a minority affected each time and would prefer Dave to spell out his vision how he believes Tesco will look in 5 years rather than picking off groups to suffer.

If you look at other retailers they expect more from their managers for often less pay. If team managers are actually in charge of their departments do they need senior team? Does a phone shop with 4 staff need a team manager when a checkout manager has 200 staff to manage.

Yes if you moved stores a lot picking up increases with every move you may well be earning too much in comparison to your colleagues. If your happy try finding such a well paid job in another retailer where you don't have to work 5/7 or cover duty.

Funny I didn't see any empathy during management restructures a couple of years ago, so according to bootsoff warped logic, why would managers have empathy for GA restructures.

It's a bizarre (not to mention, rather childish)  merry-go-round, each side not having empathy for the previous side, because that previous side didn't have empathy for that current side, and so on and so on.

Sooner or later (though, I don't hold my breath) both sides will realise they're both being shafted, and the  petty bickering is pointless, and frankly, misdirected.

When are the next management restructure and when do pm. And compliance go week26 start of next year

Quote from: alf on 07-08-17, 05:32PM
Funny I didn't see any empathy during management restructures a couple of years ago, so according to bootsoff warped logic, why would managers have empathy for GA restructures.

It's a bizarre (not to mention, rather childish)  merry-go-round, each side not having empathy for the previous side, because that previous side didn't have empathy for that current side, and so on and so on.

Sooner or later (though, I don't hold my breath) both sides will realise they're both being shafted, and the  petty bickering is pointless, and frankly, misdirected.

Totally agree. As far as ivory towers are concerned work level 1/2 are plebs. Fighting among ourselves only leads to one winner.

it's generally the managers who thought "they" were untouchable,people have no sympathy for

Quote from: alf on 07-08-17, 05:32PM
Funny I didn't see any empathy during management restructures a couple of years ago, so according to bootsoff warped logic, why would managers have empathy for GA restructures.

Umm, because managers are responsible for GAs not vice versa, remember? Managers are the ones who we are told should 'inspire' us. It's not our role to inspire them. On what basis do managers expect 'empathy' from any GA?

Also, restructures of management populations has always happened at Tesco, it's part of management life, and this time last year managers were (or at least should have) been told by their PMs and SMs that reviews of management roles and structures is now a continual process at Tesco, not an occassional one. Department Managers became Controllers and Supervisors were got rid of. Controllers became Section Managers and more went to reduce numbers. Section Managers became Line Managers some lost their jobs and Team Leaders were introduced. Line Manager roles were chopped and changed numerous times, some lost their jobs. Line Managers became Team Managers some lost their jobs and Team Leaders were got rid of. But amongst all of this, GAs have always been GAs and have seen managers change like the weather - so we have come to expect it in the management population, some managers clearly have not - which is very very naive of them, not just because of history but because of the changes in the company recently.

By contrast the GA population has only ever seen numbers significantly reduced through natural wastage over time - people leaving, retiring or dying and not being replaced - until the last couple years and the foreseeable future where they face redundancies on a scale never seen before in that population in this company's history.

So if there are managers out there looking for 'empathy' from GAs - it ain't happening. It's part of being a manager. Resilience is in their job description, deal with it. I have every sympathy for anyone at any level finding themselves redundant, but if they're expecting people like me to 'empathise' with their exposure to a process that's always happened at Tesco they are living in cloud cuckoo land.

 :thumbup: :thumbup:

kaled78  I agree and the ones that make the lowest paid/GAs life a misery. The night managers in my store are especially poor they demand respect but don't give any. I really feel sorry for those GAs who want to progress and cannot due to these clowns. Then you have the few decent managers on day shift that get paid the same/less than the clowns. Thankfully most of the good managers are now finding roles outwith Tesco due to the CEOs plans. The rest waiting on the axe to fall as they are unable to put enough effort in to gain a job of similar salary elsewhere.

What a mish mash of odd statements.

Quote from: OvaSees on 07-08-17, 09:07PM
Umm, because managers are responsible for GAs not vice versa, remember?
So?, what has responsibility have to do with empathising with an unfortunate situation

Managers are the ones who we are told should 'inspire' us. It's not our role to inspire them. On what basis do managers expect 'empathy' from any GA?

GA's can't empathise, because, it's not our role to inspire them?, bizarre rational.

Also, restructures of management populations has always happened at Tesco,

Yes restructures, pay changes and redundancies have occurred before (and will again) to both managers and GA's, but what is the relevance, you can't empathise because its happened before?,  do you have some finite number of empathies you give out?

By contrast the GA population has only ever seen numbers significantly reduced through natural wastage over time - people leaving, retiring or dying and not being replaced - until the last couple years and the foreseeable future where they face redundancies on a scale never seen before in that population in this company's history.

You don't need to have suffered the same thing to empathise with a situation.

I have every sympathy for anyone at any level finding themselves redundant, but if they're expecting people like me to 'empathise' with their exposure to a process that's always happened at Tesco they are living in cloud cuckoo land.

You can sympathise, but not empathise, bit odd but ok.

To be quite honest, I don't care if people empathise or not, just pointing out the certain hypocrisy of moaning about not receiving empathy, when those complaining probably didn't give a s*** when the boot was on the other foot. And that statement applies to both managers or GA's, as you can be sure that boot will be alternating quite a bit more.

Quote from: bootsdaroff on 07-08-17, 04:18PM
Arizonarugby and lucgeo when us mere mortals lost our double time and our night shift premiums were slashed the managers were not interested because it did not affect them. Usual rhetoric " the show must go on and we are still being paid by Tesco " There isn't even any solidarity between them. They back stab each other to death it's more like the French Revolution. To even associate the word Solidarity with Tesco managers is laughable.

I'm not associating the word solidarity with managers I'm associating it with Tesco as a whole - there isn't any what so ever - Tesco (with the support of UDSAW) careful managed its employees in to sub sections and instilled the Ian alright jack mindset in them . The group...

So when you list your premiums, what did you (as a collective) , what did your non effected colleagues do to support , work to rule, go slow, coordinated days of action across the group.... no you did absolutely nothing but accept the changes as being inevitable ... and yes we could learn a thing or two from the French , their protests are effective because of collaboration

Going back to the pay deal of 2016, I remember reading on this site that someone wrote that there where only 8 on the forum who voted for the the Pay deal, when in fact there should of been 12 collogues. Can anyone shed anymore light on this??

Here is a few managers waiting on the reviews

https://www.youtube.com/watch?v=AjQKk3btIkY (https://www.youtube.com/watch?v=AjQKk3btIkY)

Too often the managers in my store do not deserve the pay they are on never mind an increase. There are few decent ones left as most have went elsewhere. Now all you get is ones that are not interested and hoping for redundancy.

they were probably interested once upon a time but tosco drove them to not being interested anymore >:(

Good luck with contacting Pauline Foulkes, I repeatedly phoned our USDAW office for advice with a disciplinary, and never ever got the promised return phone call.

Tesco lackies , feathering their own nest, so different to reps in the place of work.

US

 :thumbup:

@usual suspect


I contacted her sometime ago and explained after a week of waiting for a reply, that I would not stand for being brushed off, and that I was a union member and expected a considered reply.

I got my reply.

In my view it is better to contact via E-mail as there is evidence of the correspondence, and do not stand for a non-response. If it goes too far beyond a couple of weeks, then first jog their memories, and then after another week threaten a formal complaint about their failure to provide you with an answer.

One tip is to make your question as unambiguous as possible, and if there is more than one question, number them. and expect the same number of answers as questions posed.

Make them well aware that the issue is not going to go away until you have had a reply.

Be forceful, but not obnoxious, as this gives them the excuse of being intimidated or abused, and they will use this to defend any non-response. :thumbup:

They should have no ST and Line Managers

Shift Leaders should be introduced to do Line Managers & CM accountabilities feeding into the SM direct.

PM should be reduced through natural wastage eventually being ask to take on 1,2,3,4 stores/a group if they want to keep job.

It will be an embarrassing day if Tesco no longer have a single store with a night fill. 

So, any other manager had any progress with grievances made against the selective pay rise??  A lot on here have suggested they are going to pursue things further, yet I've heard no comments being made?!

Yes, there are clearly some GA's out there who seem to think that all line managers are to£&era and don't deserve any help/'sympathy' etc etc, I must say, there are a huge amount of GA's that need a good kick up the arse in the same breath! Swings and roundabouts and all that....

Anyways, please comment and give details if you have gone further with the pay award.  I have, stage 2, waiting to hear back now, 7 days seemingly is the wait time.  Will see what happens!

Me2015

You'll have a long wait

Quote from: Me2015 on 16-08-17, 10:23PM
So, any other manager had any progress with grievances made against the selective pay rise??  A lot on here have suggested they are going to pursue things further, yet I've heard no comments being made?!

Yes, there are clearly some GA's out there who seem to think that all line managers are to£&era and don't deserve any help/'sympathy' etc etc, I must say, there are a huge amount of GA's that need a good kick up the arse in the same breath! Swings and roundabouts and all that....

Anyways, please comment and give details if you have gone further with the pay award.  I have, stage 2, waiting to hear back now, 7 days seemingly is the wait time.  Will see what happens!

I wish you the best of luck, personally I don't have the energy to bother, loyalty and hard working clearly means very little in this business anymore. Keep your head down, do you job and look for something better, or that payoff which surely will come.

ME2015

Don't waste your time mate. Management have already decided your not worth a pay rise - just forget it  :-X

Teddybonkers

Yeah I get that, really understanding my worth to the firm lately, which is pretty much feck all!  It's not really about not getting a pay rise anymore to be honest, it's me, after many many years Service, now taking a stand against the onslaught of high level decisions that are affecting everyone, from the shelf fillers to the line managers. 

I fully believe they expect everyone to just accept what has been handed down, or to do something about it!  My own opinion is they are trying to weed out the older 'more expensive' managers through this constant barrage of stripping out pay and benefits, so we other jack it in, where they can get new guys in and much lower cost to the bottom line; well I am not going to let that happen!!  By the sounds of it, I'm in a minority, but rest assured I have taken a bite and I am not letting go until I get the response I want, and deserve!!

Tired of being taken for a mug, I no longer do duty, it's not part of my job and it's been made clear that my role is only worth what they set it at. Additionally i take my early finish, when it's pointed out that my contract is for a minimum number of hours I point out the hourly rate on my pay slip, also that my contract calls for extra hours when needed, this cannot be every week, however if they want to test it at a tribunal I'm happy to oblige. Anybody remember super Sundays, when you'd go in for free to get the store right for trading at peak times, anybody remember the goodwill you used to show towards the company. These are the things that will never return because of the way the business has treated all its staff regardless of what level.   Can't wait until they try to force managers onto 5\7 contacts next year.

"Super Sundays" - Working for free,  people must be gullible

Yup back in the day it was for 'free' but we did make a fuss about it and eventually got paid for them, or time back.  Super Sundays don't exist anymore, you should see the look when they try to adopt a new name for it and get zero 'volunteers' to go in and do more work!!

Ha ha, makes me laugh!!

😂😂😂

It's been fun this last couple weeks, seeing the managers, on the SM's instructions, going round for volunteers for Xmas eve, New Year's Eve  :D the managers are half arsed asking, and most are saying the ain't doing it either  :D

Sounds about the same as the last store I worked in. Nobody wanted to do the BH especially  at Xmas. The SM even tried banning people from taking Boxing Day and News Years Day as BH. I'll say the response was overwhelming, even asked by one colleague if he was doing it, which obviously a no. And everyone else followed suit (barring a few arse lockers running with too few staff for the store to be open, but it was).

'Super' Sundays were nothing of the sort. In our store it got the point where they were almost every other week. If you need or rely on them it's an admission that (i) getting rid of nights was the wrong thing to do after all and/or (ii) the company can't afford the labour it needs to run its stores in the way it expects. HR experts call this sort of thing 'discretional effort' and given the way the company has treated a lot of people it's easy to understand that this will evaporate, with whatever is left of management therefore having to pick up the slack.

For sure Xmas this year is going to be a hoot!! Sunday Eves will be interesting to see who and how they get staff let alone managers to work!!
I've done my fair share, even worked Xmas day and New Year's Day, that is not happening this year, that is for certain!!
Good luck Tesco! 👍👍

It will be the same in my old haunt. Would love to go in and see it crumble on Xmas Eve as many of the OT staff will want a long weekend before the big day.

Had my 2nd Stage Outcome, and as expected no further movement from the 1st, obviously the SM who looked at my case was getting their strings pulled from above!

So, a day in court it will be!

with no tribunal fee to pay :thumbup:

I'm not sure if this is the right place to ask this but I'll go ahead anyway  :-\

What are the pay periods for 2017?

For example, if I did overtime on Sunday 13th August and Sunday 20th August, will they both be included in tomorrows pay (25th), or will it be just the 13th and then the 20th will be paid in my next payslip?

Thanks

Cut off was last Thursday.

So I contacted ACAS and went through all the necessary red tape only to be told nobody is the firm wanted to conciliate about my issues, so I've applied for my case to be ward in an Employment Tribubal; never thought I'd see myself having to take a company I've worked for all my life to court for something I feel I deserve and am due!
Here is hoping the wait is not long so I get the facts out in front of a judge!

Me2015

I stand and applaud you sir/madam  :thumbup:

I wish you every luck with your hearing  :thumbup:

Me2015

I too applaud you!

Having been to a tribunal a couple of times as a witness, I have to say whilst you feel daunted about the whole situation it is absoloutly fine and in my experience everyone knows that people are a little apprehensive including the judge so please do not fear this event in anyway.....it is the company that have to fear specially having to swear on oath to tell the truth and some within the senior ranks will struggle with that

Even if you do not win, of which I sincerely hope you do, you can proudly say that you have had a go to make them accountable for their actions. On a side note just because they do not want to consultate with ACAS does not mean they will not settle without the hearing, and it will not be looked upon by well by the judge, as the company has not made a reasonale attempt to resolve the issue, I have seen many settlements made before the judge gets to hear the hearing.

Good luck and well done i for one will be rooting for you!!!!

@Me2015


please keep those on here informed about the result. Even if you have to create another member name to avoid association in light of any 'settlement'. Obviously this will be of the form, 'I heard a rumour that.......'. OR something similar.

If your right, you shouldn't need luck? :thumbup:

@Me2015 good luck
I admire that you have the strength of character to stand up for what you believe in and truly hope it works out for you .

Quote from: Me2015 on 17-08-17, 05:09PM
For sure Xmas this year is going to be a hoot!! Sunday Eves will be interesting to see who and how they get staff let alone managers to work!!
I've done my fair share, even worked Xmas day and New Year's Day, that is not happening this year, that is for certain!!
Good luck Tesco! 👍👍

Four days off for both Xmas and New Year! Ya dancer! 8) :D ;D

Any update?

Who cares? They're only managers, half of them don't even deserve a job, never mind a pay rise 8-)

Half of them spend the shift as a GA and when you are looking for them to do management jobs like Holidays they never get back to you.

Totally agree JL. Think they have been doing the GA's jobs that long now that they actually believe they are GA's!!
Albeit very well paid ones.

20-50k a year for doing filling for an hour of the shift. Then off to the office for some busy time if they've not got there mobile in a shelf.  I would like to see my LM do some of the aisles on a busy night or doing the checkouts when the shift before have left everything.

Hi, just out of curiosity, can I ask a question about the managers pay review which this thread is about;

How many did not get a pay award or lump sum due to the change in policy for the pay award?

I'm looking to see if I can get an estimated figure to go on

Myself and 2 other managers in my shop

Our store has 2 night managers and 1 lead night manager none of whom got a rise .Dont think many day managers did and the one I know that did it was 0.5%

Going to be hard to figure that one out unless they all post here, but from the size of this thread it seems to be widespread. All it proves is that the company has a number of managers who, at the time of the annual pay review, were already earning an annual salary in excess of that defined for their role by the corporate pay structure - and yet, given our rather precarious finances and the continued shedding of managers, they expect more?

Hi was wondering if anyone has heard how the store that was at tribunal about managers being made to work 37.5 hours but only contracted to 36 hours

They work as a GA most shift for TM wages give them nothing.

It's not been published yet for some reason, but it failed.

Really? Seemed straight forward, on what grounds?

No jurisdiction to hear claim, and no contractual term has been broken, implied or otherwise.

Quote from: Weed on 12-02-18, 03:50PM
They work as a GA most shift for TM wages give them nothing.

Think a lot of Managers, including Senior Team, have got their jobs by playing a game of musical chairs !!!!!

M360 have you or anyone out there any news on last years managers pay review. Thought that something was being announced in Feb this year according to my PM or is this just more lies coming from the mouth of my soon to be gone (yeeeh).

Is this linked to the rumours of a soft structure change in wk 6? Now with the redundancies TM will again pick up duties that they are not currently paid to do.

The bulk of team managers never stopped doing duties, most seniors refused to do them.

Is there any news on the Sunday premium changes for manager's? I know in our last pay review letter, it said about April looking at pay changes.

Come November some team support will be earning £21,300  per year and paid overtime on top!!! no real accountability surely the Dave Lewis and his merry men, have to look at this!  As g.a wage goes up so will team support and skilled team support, essentially team support will be earning more! And probably are in some cases

The team support carries the manager in our dept. The manager causes chaos when in and all runs smoothly when the team support is at work. ;) ;) ;)

Quote from: Dontbelieveaword on 22-02-18, 06:11PM
M360 have you or anyone out there any news on last years managers pay review. Thought that something was being announced in Feb this year according to my PM or is this just more lies coming from the mouth of my soon to be gone (yeeeh).

My Pay Review letter said results of full review were coming in Spring, but I haven't heard anything.

Quote from: Dontbelieveaword on 22-02-18, 06:11PM
M360 have you or anyone out there any news on last years managers pay review. Thought that something was being announced in Feb this year according to my PM or is this just more lies coming from the mouth of my soon to be gone (yeeeh).

Won't have been Feb. Will be around May June time maybe earlier given the changes to managers pays this year.

Hi some very interesting reading. I was wondering if anyone knew the process for team managers moving up in pay after a year being signed off? Is this a fact or myth?

Also can anyone explain the percentages of the pay bands I.e. 90% is appointment rate but what is the 93% & 97% & 100%????

Any help would be appriciated.

I would find it surprising that they would be still be having bands , especially since they are spending so much time in cutting back on so many roles, but then anything can happen.

Time more managers got the chop a hell of a lot who aren't needed or can't do the job. Tesco wasting more money typical. ESP in Belfast Dc too many transport managers who just play pool all day or night and pretend to be important.

@BIMB, that's a myth as with open posting you have to apply for any job, when successful that's the pay rate regardless. If on placement you should get a wage supplement to support of 90% of the lowest band point for the job your on placement for. Once signed off the job becomes vacant again and if you want to stay you have to apply for the job back.

I have a question on managers pay. Is there a different pay band for Dotcom managers? Do driving managers get paid more than a picker/driver (manages both) manager? The reason I ask is I found out today driving team supports get paid more than a driving/picking team support

Managers get paid within the band. Could be a case you and your colleague are at different points of the band.